Effect of Internal Environment on Employee Performance in Power Holding Company of Nigeria (Phcn), Enugu
CHAPTER ONE
OBJECTIVES OF THE STUDY
The study will investigate whether perceived promotional opportunities will make employees stay with the company and whether money is the main motivating factor. Furthermore, the following objectives will also be given attention:
- To highlight some internal factors that impact on
- To ascertain the extent of effect of work environment on employee
- To highlight what motivates employee in the organization
- To identify better means of inducing higher employee performance to enhance job
- To identify challenges associated with provision of good working environment for PHCN
CHAPTER TWO LITERATURE REVIEW
INTRODUCTION
This chapter examines the theoretical framework upon which this study is based, the background and review of various soft and hardcopy literatures that exist on the subject matter.
HISTORICAL BACKGROUND; ORIGIN OF POWER HOLDING COMPANY OF NIGERIA (PHCN)
Around the world, electric industries are undergoing extensive restructuring. The trend, which started in the United Kingdom and Chile in the 1980, has rapidly spread to many countries in Latin America, Asia, Europe and Africa. The main motivation of driving forces for restructuring the electric industry in different counties are not the same. In some countries, such as the United Kingdom and the Latin America countries, privatization of the electric has provided a means of attracting funds from the private sector to relieve the burden of heavy burden of heavy government subsidies. In the country formerly under centralized control (central and eastern Europe), the process follows a general trend away from centralized government control towards increased privatization and decentralization. In the United States and several other countries where the electric industry has for the most part been owned by the private sector, the trend is toward increased competition and regulation.
Power holding company of Nigeria (PHCN) formally known as National electricity power authority (NEPA) is a public corporation owned by the federal government of Nigeria to generate, transmit and distributes electricity to the populace. The history of electricity (power generation) in Nigeria dates back to 1898 when electricity was first produced in Nigeria. Therefore, several other towns established electricity supply by the installation of isolated generation in each town.
In 1946, the “Nigeria government electricity undertaking” was established within the then public works department to take over the responsibility of electricity supply to Lagos area.
In 1950, however, a central body was established by the legislature council ordinance No. 15 of 1950 which transferred electricity supply and development to the care of central body known as the “Electricity Corporation of Nigeria (ECN)”. Other bodies also had licenses to generate electricity in some locations in Nigeria. Significant among such were the Nigeria electricity supply company (NESCO) in Jos and the African timber and plywood limited in Sapele.
The first 132kv-transmission line under the management of ECN was commissioned in July, 1961 and was 146km long connecting Lagos with Ibadan via Shagamu.
In 1962, another body known as Niger Dams Authority was established by an act of parliament. The authority was responsible for the construction and maintenance of dams and other works on the River Niger and elsewhere generating electricity by means of water supply thereby improved navigation.
RESEARCH DESIGN AND METHODOLOGY
RESEARCH DESIGN
In defining design, Odo (1992:43), stated that designing implies outlining the name of equipment and other materials the research intends using, applying some to successfully execute the practical aspect of the research study.
According to Kinnear (1989:133) “a research design is the basic plan which guides the data collection and analysis phases of a research project. It is the framework which specifies the type of information to be collected and source of data collection procedure”.
A descriptive survey method was used for this study. It is important to determine the method and procedure adopted in this research report since it gives the reader background information on how to evaluate the findings and conclusion.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
DATA PRESENTATION ANDINTERPRETATION
This chapter is designed to give and analyze the response to the research hypotheses formulated from the stated problems in chapter one of this write up. It deals with the presentation, analysis and interpretation of the data collected. They were analyzed using tables and chi-square (X2) statistical tool
CHAPTER FIVE
SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSION
SUMMARY OF MAJORFINDINGS
This research work dwelt on the effect of internal environment, composed of the elements within the organization’s work environment such as working environment, management style and motivational actors-incentives, salary increase and opportunity to develop oneself. The researcher made it clear that the survival of any organization depends on the quality of its human resources and human capital could only bring out their best when working environment is conducive and when they are given the necessary tools to work with. The whole essence of having a well-equipped arsenal human capital is to bring out a qualitative service and products which in the long run, would increase the profit level.
The following are some of the explanations on the result of the research carried out as presented in chapter four:
- the relevance of the working environment in the organization increases employees performance, respondents had varying opinions as relates to the degree of effect internal environment have on their
- Most of the respondents agreed that a cordial employee relationship would result in improved
- 32% of the respondents agreed that a good work environment enhances workers efficiency; job satisfaction and dedication to duty while a majority of them think that productivity and performance level could be aggravated if workers are
- Respondents also agreed that provision of a good work environment would lead to low rate of absenteeism and job changing.
- Increase is salary will motivate workers to work harder and produce more as analyzed in the tables. Respondents agreed that increase in salary would motivate them to work harder and produce more while others
environmental factors are regarded as the hygiene factors (Herzberg). They include the company‟s policy, nature of supervision, boss-employees rapport, and the inter-social relationship amongst co-workers. All these are the necessary factors the researcher was able to find out from the questionnaires administered.
- The researcher did not fail to meet up with this research objectives, that is to examine the relationship between the working environment and performance of employees, but to also find out how the work environment can be made conducive and improved upon to minimize employee turnover in the organization and to investigate whether promotion opportunities make staff stay with a company and whether money is the main motivating factor
- Pay is a motivating factor but to certain extent. An increase in salary could make a new employee produce more, whereas someone that has spent a long time working in a place would not be motivated by an increase in salary. This fulfils the theory that man aspires to meet up with higher needs if one need is met.
- Increases in output are one of the positive effects of a good work environment. Good work environment enhances job satisfaction and dedication to the job and this motivates loyalty to
The researcher was able to deduce that a good working environment enhances productivity and performance of employees. A good work environment should be able to motivate the workforce, which should in turn minimize the rate of job changing. The working environment of an organization is a motivating factor and not only the „heavy‟ pay package; increase is salary and bonuses do not increase employee‟s performance with abundant opportunities to grow and develop oneself for the future.
RECOMMENDATIONS
The researcher sincerely recommends the findings of this research work to top management and human resources managers of Power Holding Company of Nigeria Plc Enugu Zone. It is of good use to them, because it could be an eye opener to them to see the intricacies involved in increasing productivity.
The work environment should be made conducive and improved term of nature of supervision, boss-employees relationship employee- employee relationship and most importantly in terms of motivation.
Organization should also carry out research on the things that are bothering their workers, by so doing; they would be able to motivate them more. What might constitute a group of workers‟ motivator this year might not be what it would be the next year. So a thorough diagnosis should be made on a regular basis.
The researcher recommends that promotion should be done in time as at when due. Workers get involved when they know that they could get to the top and manage various branches of the company. Promotional exercises should not be biased.
CONCLUSION
The work environment is not a new concept in the field of Human Resource Management. Every organized organization should implement and put in place a fantastic work environment to boost the performance of their workers.
The Researcher concludes that workers need to be paid very well to commensurate with their „efforts‟. They should also be paid as at when due. Human resource managers should know that „heavy‟ salary paid to workers cannot only boost the rate of productivity, but with the complement of other factors.
Again, the working environment matters a lot, good supervision, rewarding system, congenial and congruent organizational policies that would allow workers attain their own goals vis-a-vis the organizational goals. Organizations should involve workers (employees) in decision-making. They should make allowance for workers to meet up with their basic needs.
More so, the job itself should be enriched by allowing workers to take up responsibilities. If all these factors are put in place, workers will produce more and both the organization and the employees would be better off.
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